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Featured Candidates & Positions

June 2019

Welcome Back,

Ever wonder about how different the job market was 'back then'? How easy or hard it was to get a job and what the process was like? If it really was simpler times or if that is just a myth? Sometimes it can be good to look into the past to see just how far we've come as a society and to predict where we might be headed. For this month's newsletter, we have taken a look at the evolution of the formal job interview. But first, please see our featured candidates and positions.


Featured Candidates for Employers

Mexico Based, Automotive Plant Manager

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This Mexican national candidate has over 17 years of experience in leading manufacturing operations for a Japan based manufacturer and more recently with a USA based parts supplier (for the last 8.5 years). This person is well versed in the practical application of TPS principles and has a stellar record of success in increasing and maintaining profits for a large automotive facility with sales equivalent to $240 million annually. This candidate knows how to build and maintain effective teams of management and currently has all functional areas reporting to them. This candidate is accustomed to reporting back to the USA and has built the showcase facility for their global organization with the best record in safety, quality, cost, and delivery. The candidate's plant delivers more profits back to corporate than any of the other 22 plants. Email for more details or call +1-313-887-8300 ex. 102.

Non-Destructive Test Engineer, Level 3

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This engineering leader has a strong aerospace industry background and is an expert in multiple testing methods including eddy current, radiographic, ultra sonic, and magnetic particle. This person is an ASNT level 3 certified leader currently managing a team of over 12 members. This candidate has 17 years of total experience with the last 15 being in the Aerospace industry. This NDT Engineer is currently based in the Eastern USA region but can relocate anywhere in the continental USA. Email for more details or call +1-313-887-8300 ex. 102.


Featured Positions for Job Seekers

Automotive Plant Quality Manager, Michigan

In this role you will lead a tenured and capable team of engineers, technicians, auditors, and testing for this global manufacturer and leader in its product area. This company has proprietary process technology and has a competitive advantage over all others in their space. This plant location is sizable (the company’s third largest, globally) and houses some very important, highly visible automotive programs across 5 different OEM customers. We are looking for a strong leader who can drive continuous quality improvement and manage customer expectations and be the voice of the customer and of the company. Please apply only if you possess at least 8 years of automotive (IATF 16949) industry experience in a quality role, with at least 5 years of management experience. Please contact or call +1-313-887-8300 ex. 106 for more information.

Vice President of Aftermarket Sales

Our client is an outstanding $10 Billion, global leader in precision manufactured components for multiple industries. In this position, you will be responsible for the North American Aftermarket business. You will drive sales and profits by managing an inside team of sales directors, sales managers, customer service, inside sales personnel, and outside representatives selling to the automotive aftermarket retail and distribution network. The company produces parts under 5 different brand names for various automotive applications. This is a rare opportunity to join this winning organization at a high level. You must have existing and current experience and relationships in the automotive aftermarket arena. Email for more details or call +1-313-887-8300 ex. 103.


The Job Interview: Then & Now

When you research how to prepare for a job interview, the resources are unlimited: "7 Steps to Prepare for Your Job Interview," "How to Follow Up After an Interview," "Job Interview Mistakes to Avoid," "10 Answers You Should Know Before Your Job Interview," the advice is endless.

With the amount of articles dedicated to the successful job interview, it can be assumed there is a demand for this information. This demand is a result of the pressure, stress and expectations that come from interviewing for a job. This leads us to ask: were job interviews always this way? When did they come into existence? Were they always this tough?

Believe it or not, American inventor and businessman Thomas Edison is accredited in many sources as the first person to conduct a job interview. Before the time of Thomas Edison, the concept of a job opening and applying for a job was mostly unheard of.

Before the start of the industrial age of the late 1700's and early 1800's, jobs were passed down from generation to generation. If your father was a blacksmith, you would expect to train under him and one day take over.

At the beginning of the industrial revolution, factories became huge employers of unskilled workers. And so at first, posting a job opening and interviewing candidates was not necessary. New employees were picked from the street.

As college degrees became more common, and with the advancement of technology and transportation, suddenly employers had more of a selection of credible employees to choose from and this is when a more formulated selection process started to emerge.

At this time, Thomas Edison was seeing hundreds of applicants for any given job opening and was getting frustrated when he found they were not qualified for the job. In reaction to this, Edison came up with 150 questions to test the candidates' knowledge - with some questions related to the job and some questions completely random (ie. In what country other than Australia are kangaroos found?, Who was Francis Marion?, From where do we import figs?). This is what many sources name as the first instance of a formal job interview. Edison's list of questions became famous and soon, other factory leaders were using similar methods to help with the selection process.

Fast forward to today's job interviews and there are some major differences. Aside from the obvious changes in technology (ie. phone interviews and video conferencing), interviews are now also used to find out a candidate's soft skills and cultural fit. To accomplish this, different types of questions are asked such as behavioral questions and hypothetical/situational questions. So as daunting as a job interview might seem, just think of Thomas Edison's 150 impossible questions and it might not seem so bad!


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